The "Recruiter" Personality Type

By Dr. Larry Craft

I recently conducted a major study of hundreds of sales managers to determine if their CPQ scores could be predictive of successful recruiting activity. Results indicated a significant relationship between the CPQ 'Sd' score and the number of new sales personnel recruited by managers. The higher the Social Drive, the larger the number of new recruits. In addition, the CPQ Goal-orientation and Social Confidence scores also showed the ability to predict recruiting activity.

Managers who are familiar with the CPQ will quickly recognize the interaction of these three scales as a secondary trait called 'Ego Drive.'When physical drive, social drive, and social confidence are combined, they produce a creative, proactive, dynamic that 'makes things happen.'Therefore anyone who has high (above 60%) scores on these three scales is significantly more successful at producing results than an individual with lower scores.

The best way to explain this dynamic is to review the differences between dynamic, creative Race Horses and even-paced, traditional Plow Horses. Race Horses are so goal-oriented that they focus on the results and then 'back into' the process or the methods necessary to reach their goal. On the other hand, Plow Horses focus on the traditional process and hope that it leads to the goal. Unlike Plow Horses, Race Horses naturally seek creative solutions when traditional solutions are not available. Though the CPQ Goal-orientation scale primarily measures this Race Horse temperament, the other two Ego Drive scales, Sd and Sc contribute to the individual's creative, proactive drive.

When it comes to recruiting in an 'emergency mode situation' such as we have today with record low unemployment rates, it takes a special creativity and drive to find the untraditional solutions. Plow Horses, especially if they lack high intelligence, will rely solely upon traditional systems that will not generate results in an emergency mode situation. For example, recruiters with high Ego Drive will replace the traditional passive recruiting methods with active sources that require creative initiative. Race Horse recruiters will take their centers of influence to lunch and prompt them for the names of prospective sales personnel. They will drop by their neighborhood pharmacist and ask for the business cards of venders who might have called on the local pharmacy. They will tell existing applicants that the company is filling two sales positions and ask them if they know of another salesperson from a competitor's company. They will join local organizations frequented by sales personnel. They will walk the local malls looking for quality retail sales personnel who might fit their job description. But seldom will you find a Race Horse recruiter sitting in the office waiting for telephone calls from a classified newspaper advertisement.

The high 'Go' score (physical drive) makes them too restless to sit around waiting for a response and they get bored easily if the recruiting method does not generate quick results. The high 'Sd' score (social drive) provides the impetus for them to enjoy meeting new people and also contributes to the expressive charisma that charms prospective nominators. High Sds thrive on social interaction and are typically quite active in organizations that can provide leads. The high 'Sc' score gives them the social self-confidence to take the initiative without being intimidated. High Scs have the expectation of success and optimism that sustains motivation.

As a manager you can use this information in two ways. If you are hiring recruiting managers, make sure they have CPQ Ego Drive (Go,Sd,Sc) scores above 60%.The lower these three scores, the less recruiting activity you can expect. You can compensate for these low scores by making sure your management candidate has above average intelligence, a successful recruiting track record, and unusual self-discipline as verified by background information (an Eagle Scout, for example).

If you are a recruiter, take a look at your own CPQ scores. If your Go, Sd, and Sc scores are relatively low, you may have to take an 'unnatural stretch' to compensate for the fact that you won't enjoy the recruiting process. The recruiting process must then become an act of discipline and training. Establish daily recruiting goals from active recruiting sources and then make a commitment to maintain your recruiting discipline. On the other hand, if your scores are high, you are a natural recruiter. Set your goals a little higher and lead your company!

Assess the Assessment! If you are a manager with 10 or more employees, business owner, or a consultant, we invite you to complete our complimentary 10-15 minute CPQ personality profile and receive its personalized reports as well as a copy of Dr. Craft's "Developing HorsePower" audio cd. All information will be kept confidential and will not be distributed without your written permission.